近年來校園暴力日趨嚴重，許多研究者對此問題欲深入探討及分析。學者Dodge & Coie(1987)提出自發式攻擊及反應式攻擊作為瞭解攻擊行為的向度，且理論成因跟社會適應的表現有所不同，然而國內缺乏針對攻擊類型的研究與中文攻擊行為評估量表。因此本研究試圖透過翻譯及驗證Little & Jones等人(2003)所發展之模型與攻擊行為評估量表，以期使國內引入攻擊類型分類的模型，並使評估少年攻擊行為時能夠更精準。 / 翻譯的攻擊行為評估量表，將攻擊行為依照攻擊形式與攻擊功能分成六個分量表，分別是：純粹的外顯攻擊、反應式外顯攻擊、工具式外顯攻擊、純粹的關係攻擊、反應式關係攻擊、工具式關係攻擊；因此本量表既能夠評估外顯與關係攻擊，亦能夠評估工具式與反應式攻擊。 / 研究者以361名國中學生作為受試者，以自陳問卷蒐集所需資訊，效度驗證除了以SEM進行模型適配度分析之外，另以人際互動、負向情緒、敵意歸因與結果預期作為效標變項，進行效標關連效度之考驗。研究結果顯示此中文攻擊行為評估量表具有良好的效度。 / 在效度驗證之外，本研究尚進一步討論攻擊形式與功能對於上述四個效標變項的解釋力，結果發現在工具性挑釁情境中，只有攻擊功能對效標具有顯著的解釋力；而在關係挑釁情境中，攻擊形式與功能均對效標有顯著解釋力。 / Because violence in the campus becomes more and more serious in recent years, many reserachers want to study and analyse this probem. Dodge & Coie(1987) found theoretical and social adaptive distinction by dividing aggression into proactive aggression and reactive aggression. However, there are few studies in Taiwan and there is no the Chinese aggressive scale which is divided aggression into proactive(instrumental) aggression and reactive aggression. This research attempts to use Little et al.’s (2003) Model and to translate their aggressive scale into Chinese. With Little et al.’s Model and Chinese aggressive scale , it will be more accurate in assessing adolescent aggressive behavior. / According to form and function, the translated aggressive scale divides aggression into six subscales, which including: pure overt aggression, instrumental overt aggression, reactive overt aggression, pure relational aggression, instrumental relational aggression, reactive relational aggression. The aggressive scale not only can assess overt and relational aggression, but also can assess instrumental and reactive aggression. / The 361 research subjects were junior high school students. Necessary information was collected by using self- rated questionnaire. In order to examine the validity of the aggressive scale, this research not only evaluated model fit with SEM but also examined criterion-related validity of aggressive scale and the criterion are interpersonal index, negative emotion, hostility, and outcome expectance. The results showed the aggressive scale have appropriate validity. / Besides testing validity, this research further discussed if the four criterion could be explained by the form and function of aggression .The results showed the criterions in the instrumental provocative situation can be explained only by the function of aggression. However, the criterions in the relational provocative situation can be explanted by both the form and function of aggression.

根據國際咖啡組織的統計資料顯示，全球咖啡需求不斷增加，對台灣人而言，咖啡也與國人生活息息相關。隨著電子商務的蓬勃發展，許多產業已由傳統商店轉戰線上虛擬商店，在這樣的趨勢下，網頁刺激設計的重要性也越來越受到重視，特別是對於普遍、可替代性高，且相當重要的咖啡豆而言。 然而，目前網頁呈現之相關研究認為消費者實際感受普遍局限於視、聽兩覺，除了這兩種感官，其他感官無法在網頁被操控，因此本研究除了希望探討網頁刺激設計對消費者於線上購買咖啡豆時情緒、態度及購買意圖的影響外，還企圖利用不同的視、聽覺刺激的組合，確認那些組合最能激發消費者的聯覺想像。 本研究採用實驗室問卷調查法，利用影片聲音有無、類3D照片效果有無以及快慢音樂節奏等不同的視覺與聽覺刺激變數組合，設計出8個網頁，並收集共120位受測者，邀請每位受測者觀看各種不同網頁設計元素所組成的網站，並搭配問卷調查以獲得實驗數據。 經過實驗結果分析，本研究發現不同的感官刺激組合確實能為消費者內心狀態與購買意圖帶來不同的影響效果，其中，正向愉悅度、支配度與網頁態度，搭配負向激發度的情緒、狀態組合最能激發消費者購買意圖；而類3D照片搭配快音樂節奏的組合除了最能為消費者創造上述內心狀態組合外，同時也是最能激發消費者聯覺效果的網頁刺激設計元素組合。 以上研究結果於學術上突破了現有文獻認為網頁上只能帶給消費者視覺、聽覺刺激的限制，於實務上除了提供最佳網頁設計元素與情緒組合的建議外，也發現用成本較低的類3D圖片便可同時達到提升購買意圖以及聯覺效果的目的，幫助企業能在激烈的電子商務競爭中脫穎而出，跳脫原本的價格策略，改而使用網頁設計的差異化來提升銷售量。 / According to the statistical data of International Coffee Organization, the demand of coffee beans is increasing in the whole world. With the rapid development of electronic business, many industries tend to sell their products on the internet. And the importance of website stimulus design has been highly regarded, especially for those which are universal, highly substitutable, and highly valued coffee beans. However, most of the studies related to web design think that consumer perception is limited to visual and aural stimuli; all senses can’t be manipulated on the website except these two senses. This study has two goals. First, we attempt to measure the effects of website stimulus design on consumer emotion and the intention to purchase coffee beans. Second, we experiment with the combinations of different visual and aural stimuli to confirm which kind of combination is most effective to arouse consumer’s synesthesia. The study is conducted in the laboratory with questionnaires. Totally eight websites are designed with the presence or absence of video sound, quasi 3D or 2D photo, and music tempo speed. One hundred twenty (120) subjects are invited and asked to do the questionnaire after viewing these websites. The results of the experiment show that people’s organism and purchase intention are significantly affected by different website stimulus designs. Among them, the combination of positive pleasure, dominance and web attitude with negative arousal can bring consumers’ purchase intention most excitement. The combination of quasi 3D and fast-tempo music can not only help consumers to establish the internal state that we mentioned above, but also can arouse their synesthesia. In terms of the academic contribution, the results of this study break the limitation of existing literature stating that only visual and aural senses can be delivered on the website. As for the practical contribution, we not only offer the suggestion of best stimulus combination and emotional combination for a website, but also get the empirical support that sellers may increase consumers’ purchase intention and synesthesia at the same time with low-cost quasi 3D photos. The outcome of the study can help sellers stay ahead in the fierce competition in online shopping environment. Using website stimulus design can enhance sellers’ sales, rather than just using the price strategy.

此篇論文之目的乃是探討品牌心理擁有感之前因與結果因素，本研究欲探討之三個與品牌相關的構念，包括公司品牌管理、品牌心理擁有感、品牌公民行為。第一個構念為公司品牌管理，代表能改善不同利害關係人對公司品牌認知與態度之組織作法；第二構念為品牌心理擁有感，代表能使員工對公司品牌產生所有權感受的心理狀態；第三個構念為品牌公民行為，代表員工擁有品牌導向之利他行為並將品牌精神活出來。本研究採取了兩個步驟，以探討品牌心理擁有感之前因與結果因素，本研究首先進行了公司品牌管理、品牌心理擁有感與品牌公民行為之量表發展，其次，本研究探索了公司品牌管理、品牌心理擁有感、品牌公民行為與品牌權益之跨層次關係。 本研究根據Hinkin (1998)之準則進行量表發展，在公司品牌管理的部分，本研究從台灣連鎖商店的主管獲得275份樣本。在探索性因素分析與驗證性因素分析後，本研究獲得五項公司品牌管理的因素，包括：公司品牌管理的溝通與評估、公司品牌管理之部門間協調、公司品牌管理之領導與利害關係人互動、公司品牌管理之訓練與徵選、公司品牌管理之文化與願景，結果顯示公司品牌管理量表具有良好的穩定性與效度。 在品牌心理擁有感與品牌公民行為的部分，本研究從台灣連鎖商店的第一線員工獲得361份樣本。在探索性因素分析與驗證性因素分析後，本研究獲得三項品牌心理擁有感的因素，包括：品牌自我效能感、品牌責任感、品牌認同感與歸屬感。同樣地，在探索性因素分析與驗證性因素分析後，本研究獲得三項品牌公民行為的因素，包括：品牌之運動家精神與背書、品牌之幫助行為、品牌之考量與提升，結果顯示品牌心理擁有感與品牌公民行為之量表具有良好的穩定性與效度。 從個人層次的分析結果發現，品牌心理擁有感正向影響品牌公民行為，並且大部分之品牌心理擁有感的因素正向影響品牌公民行為的因素。從跨層次的分析結果發現，公司品牌管理正向影響品牌心理擁有感與品牌公民行為，組織層次的品牌公民行為正向影響品牌權益。本研究亦發現，品牌心理擁有感在公司品牌管理與品牌公民行為之間扮演跨層次的中介角色。從跨層次的細部分析結果發現，許多公司品牌管理之因素正向影響品牌心理擁有感與品牌公民行為之因素。本研究亦探討了研究結果討論、研究貢獻、研究限制與未來研究。 / This thesis aims to investigate the antecedent and consequence of brand psychological ownership. Three major constructs related to branding efforts and results studied and explored by this research include corporate branding, brand psychological ownership, and brand citizenship behavior. The first construct, corporate branding, represents practices that improve brand cognitions and brand attitude of multiple stakeholders. The second construct, brand psychological ownership, represents the psychological state that makes employees produce feeling of ownership toward the corporate brand. The third construct, brand citizenship behavior, shows that employees have brand-oriented altruistic spirit and live the brand. In order to explore the antecedent and consequence of brand psychological ownership, two major steps are conducted by this study. First, this study conducts the scale developments of corporate branding, brand psychological ownership, and brand citizenship behavior. Second, this study explores the multilevel relation between corporate branding, brand psychological ownership, brand citizenship behavior, and brand equity. The guidelines of Hinkin (1998) are followed as the procedures of scale development. As for the scale development of corporate branding, a survey conducted among a sample of 275 managers from the franchise organizations in Taiwan was undertaken. Five factors of corporate branding obtained after EFA and CFA include: communication and evaluation of corporate branding, departmental coordination of corporate branding, leadership and interaction with stakeholders of corporate branding, training and selection of corporate branding, and vision and culture of corporate branding. The results represent a scale of corporate branding with good reliability and validity. As for scale developments of brand psychological ownership and brand citizenship behavior, a survey conducted among a sample of 361 customer-facing employees from the franchise organizations in Taiwan was undertaken. Three factors of brand psychological ownership obtained after EFA and CFA include: brand self-efficacy, brand accountability and identification and belongingness of brand. Three factors of brand citizenship behavior obtained after EFA and CFA include: sportsmanship and endorsement of brand, helping behavior of brand, and consideration and enhancement of brand. The results represent scales of brand psychological ownership and brand citizenship behavior with good reliability and validity. In the individual level analyses, brand psychological ownership has a positive effect on brand citizenship behavior, and most factors of brand psychological ownership have positive effects on factors of brand citizenship behavior. In the multilevel analyses, results demonstrate that corporate branding has positive effects on brand psychological ownership and brand citizenship behavior. Organizational-level brand citizenship behavior positively affects brand equity. It is also found that brand psychological ownership fully mediates the relationship between corporate branding and brand citizenship behavior. Detailed analyses show that many factors of corporate branding have positive effects on different factors of brand psychological ownership and brand citizenship behavior. Most factors of brand psychological ownership positively affect factors of brand citizenship behavior. Discussion, contributions, implication, limitation, and future study are also discussed.

本研究的目的針對國內蔚為盛行的產業外移風潮，而大陸地區正在彼岸用無限的商機和減少勞動成本的誘因招手著，如何有效的創造最大的利潤和競爭力正是對大陸投資的臺商共同關切的問題，而企業最大的資產來自於優秀的人才，唯有適才適所才能創造雙贏，因此本研究希望藉由建構客觀的指標性工具--外派管理職能評鑑量表，用以輔助企業有效地找出適切的外派大陸地區之主管。 本研究先透過文獻回顧與整理、標竿主管深度訪談，建構初步的外派大陸地區管理職能量表146題。再透過內容效度、重要性分析後確認了103題當作正式實證測試的正式問卷。本研究共寄出427份問卷，回收有效問卷為221份，有效問卷回收率為51.8﹪。 問卷回收後，進行因素分析篩選出七個外派管理職能的衡量性構面共計有31題。七個構面的內部一致性α值介於0.74 ~ 0.82之間，具備高度的內部一致性。研究結果的七個構面分述於下： 一、處理跨文化事務問題的能力職能群組 主要職能包括具備預防問題發生的能力；具備迅速發現問題的能力；具備對事務、問題的理解、分析、解決的能力；具有面對危機處理，快、狠、準的應變力和行動力；具有替代方案的規劃準備；以及具備跨文化勞資、團隊爭議的謹慎談判和處理能力等等。 二、海外生活的適應性職能群組 主要職能包括具備對挫折的堅忍力；具備容忍不明確的能力特質；能夠自我情緒智商的控制、發展與管理；具備對文化韌性、跨文化的適應力（生活、環境、工作上的適應力）；以及壓力管理、本身抗壓性良好等特質。 三、自我導向職能群組 主要職能包括具備謙虛，對自我要求持續地改善任何缺失之處，不斷地自我超越之特質；定期做喜愛的活動，幫助紓緩新的實體及文化環境所帶來壓力；在異國中能尋找可替代原有嗜好或活動；能夠有充份的自信心和自我的認同；有自我充實、成長與不斷學習新知，以求創新之特性等等。 四、面臨當地各方面環境之決策能力職能群組 主要職能包括具備獨立決策的能力；具備適時企劃、計劃能力；具備多面向和清晰的邏輯、系統化思考力；具備正確、迅速對事務的判斷力；以及具有對數字的敏銳度，以應變政治、經濟環境對市場影響等等。 五、跨文化團隊建立發展能力職能群組 主要職能包括具備跨文化團隊合作的能力；具有創造跨文化團隊的向心力、凝聚力、工作價值；以及具備促進跨文化工作團隊的順利建立、發展與運作的能力等等。 六、透視或體會社會結構同質性職能群組 主要職能包括具備在外派任務中能傳承公司文化和習性並且運用；具有在外派任務中能導入公司的價值觀之認知；具有本地、外地員工間的文化融合的人文特質；及具備尊重當地文化、不本位主義的態度。 七、跨國任務的執行力職能群組 主要職能包括對工作高度的責任感；面面俱到執行任務之實現能力；及具備執行工作的的熱誠、熱情、活力等等。 最後透過迴歸分析的檢驗，驗證出本評鑑量表對外派大陸地區主管人員的工作績效具有顯著性的影響，當中以自我導向職能群組、海外生活的適應性職能群組、透視或體會社會結構同質性職能群組、跨國任務的執行力職能群組的影響最顯著。 / The purpose of this study is to research on the current of Taiwan industry relocation, and the Mainland China is waving with the limitless business opportunity and inducement of the labor cost of the reduction on the other shore, how the effective creation largest profit and competitiveness are exactly common issues deeply concerned of Taiwan corporations of investing in the Mainland China, and enterprise's largest assets come from outstanding talented human resources. The win-win situation could only be created rightly by proper arrangement. Therefore, this research hopes by building and constructing the objective index tool –Expatriate managerial competencies assessment scale, is used to find out the appropriate executive who sends the continent area to oversea operation effectively in auxiliary enterprises. This research is reviewed and put in order through documents first, the model is in charge of depth interview, build and construct preliminary 146 questions of form of the China regional managerial competencies and have confirmed after and then analyzing through content validity . Among them, 103 questions are regarded as the formal questions by the level of importance that formats final questionnaire. Sending 427 questionnaires altogether in this research, there is 221 retrieved the effective questionnaire; the effective rate of recovery of questionnaire is 51.8. After the questionnaire is retrieved, I carry on the factor analysis that has 31 questions to construct the surface altogether to screen seven domains .While Cronbach α between 0.74 to 0.82 in internal consistency, a value of seven domains of managerial competencies, possess the internal consistency of the height. Seven domains of the result of study are divided and stated as follow: First, ability of dealing with the cross-cultural affairs competencies：Possess and preventing the ability that the question happens; Possess the ability to pinpoint the problems rapidly; Possess the understanding, analysis, ability to solve to the affairs, problem; Deal with the crisis, fast, ruthless, accurate adaptability to changes and action strength; There is planning which substitutes the scheme that is prepared; And the prudent negotiation with cross-cultural labor and capital, group's dispute and so on. Second, adjustment of overseas life competencies：Possess the steadfast and persevering strength to the setback. Possess and tolerate the indeterminate ability and specialty. Can self- mood control, develop of IQ manage; Possess it to cultural-toughness, cross-cultural adjustment （life, environment, adaptive capacity at work）; Specialties, such as and pressure management, resisting the pressing well by itself and so on. Third, self-oriented competencies：Possess modestly, to requiring oneself that improves the place of any disappearance continuously, specialty that is surmounting oneself constantly; Do the activity that likes regularly, help to release the pressure which cause by new entity and cultural environment; Ability to find the substitute to take place the original hobby or activity; There can be self-confidence of filling one and self- approval; Oneself substantiates, grows up and studies new knowledge, so that characteristic of innovation ,etc. constantly. Fourth, ability of decision making when facing local environments of various fields competencies：The ability with independent decision making; Possess the enterprise planning in real time, plan ability; Possess and face more with clear logic, systematic thinking; Possess the correct judgment ability to the affairs rapidly; And have it to acumen degree of the figure, the political, economic environment influences etc. the market in order to meet an emergency. Fifth, ability of the cross-cultural team builder and development cluster competencies：The ability with cross-cultural team unity; have centripetal force, cohesiveness, work values of creating the cross-cultural team; And possess and promote smooth setting-up, development and ability of operation which step the cross-cultural work team and so on. Sixth, the similarity of structure of societies competencies：Possess and can pass on company's culture and habits and acquired characteristics and use in sending the task to some other department; Have cognition that can be channeled into the values of the company in sending the task to some other department; Have humane specialty that culture among here, none-local staff merges; Respect local culture, attitude of selfish depart mentalism to possess. Seventh, execution of the transnational task competencies：The sense of duty to the working height; Realization ability to attend to each and every aspect of a matter and execute the task; and the cordiality, enthusiasm, vigor of the one that possess execution assignments and so on. Finally, through regression analysis, it proves that there is a great connection between the assessment scale and the performance mana- gement personnel who is sent to Mainland China. The competencies that with higher influences are self-directed competencies, adjustment of overseas life competencies, the similarity of structure of societies com- petencies, execution of the transnational task competencies.

KPI(Key Performance Index)是一個落後指標，需要一套更及時的領先指標，以動態和系統化的角度，及時展現每一位員工的執行績效和顧客滿意度指標，以數位化看板的概念報導員工對公司的貢獻度和顧客對服務的接受度，因為預先管控和報導，可以確保KPI 的達成，在服務品質的改善和顧客滿意度提升，有很大的助益。. 本研究希望發展出一套具體的線上及時管控指標，讓系統整合公司可以提升顧客信賴和持續服務品質改善，而將重點發展方向轉移到提供更好的內容、產品、服務、系統的品質，以及合理的價格。 因此採用平衡計分卡的四大構面為面向，ITIL服務生命週期之IT服務管理為主軸，參考PZB三位教授之服務品質概念性模式和SERVQUAL量表衡量構面及項目，配合系統整合公司的運作，歸納出一個服務品質改善架構流程圖，並以其為基礎發展一套服務品質改善的及時管控指標；運用商業智慧、數位儀表版等工具設計以支援主管決策管控和員工績效的報導系統。

本研究旨在探討「健康、性格、習慣量表(HPH)」的臨床效度。HPH最初是由柯永河教授(民84)編製，後來廣泛使用在國內臨床場域中。發展至今已有中上程度的信效度支持，但過去較缺乏臨床上區辨與構念效度的研究，因此本研究旨在探討HPH區辨不同疾患的能力，以及以臨床疾患為受試時量尺之構念效度。 本研究回顧國內外類似測驗─MMPI、KMHQ、MCMI─的發展軌跡，並參照前人作法來進行HPH的臨床區辨效度研究。初步以臨床場域中常見的精神分裂症、重鬱症、低落型情感疾患、焦慮疾患，共257名患者為受試。先以共變數分析(ANCOVA)探討控制人口與臨床變項後，不同疾患組別在HPH的A、B、D類量尺的影響。再進一步使用羅吉斯迴歸(logistic regression)探討哪些量尺及其組合可以區辨兩兩疾患間的差異。最後，本研究也進行HPH的探索性因素分析(exploratory factor analysis)，以檢驗其臨床上的因素結構。 本研究發現，精神分裂症(A1)、躁症傾向(A2)、憂鬱自殺類(A3、B4、A4)、心理功能與健康(D1、D3、D4、D5、D6)量尺在共變數分析上的差異情形與假設大致相符，後續討論分析也支持強迫症(B5)量尺效度。羅吉斯迴歸中，A1、A3、B4、B5能在兩兩疾患間區辨有顯著預測力。其中A1能在精神分裂症與其他三組疾患的兩兩區辨中預測，A3能在重鬱症與另外兩組(精神分裂症、焦慮症)的兩兩區辨中預測，B4能在低落型情感與精神分裂症的兩兩區辨中預測，B5能在強迫症與其他疾患間的兩兩區辨中預測。但是在重鬱症與低落型情感疾患間，以及低落型情感與焦慮疾患間，沒有量尺能在兩者的區辨中有顯著預測力。而各兩兩疾患間整體區辨效果有中至高度的關聯性，分類正確率也多有七成以上，顯示HPH量表在臨床上的區辨效度獲得支持。 構念效度部分，A、D類量尺因素結構與當初編製的每個量尺構念相近，B類量尺構念雖與原量尺略有不同，但仍不違背原量尺編製架構，因此構念效度亦獲得支持。不過各量尺仍有值得編修之處，討論一節中針對結果提出HPH後續編修之建議。 最後，本研究也將此結果之臨床實務應用於討論一節中詳述，以供後續研究與實務者參考。 / The purpose of this study is to examine the clinical validity of the Health, Personality, and Habit Test (HPH). The HPH was developed by Dr. Yung-Ho Ko in 1995, and has been widely used in clinical settings. The HPH has demonstrated appropriate reliability and validity, but little research has been done on its differential and construct validity in the clinical settings. Therefore, the aim of this study is to explore the HPH’s ability to differentiate between disorders and its construct validity in clinical context. This research reviewed the developments of similar tests, such as MMPI, KMHQ, and MCMI, and examined validity of the HPH with the same methods. Subjects were 257 patients who suffered from common disorders in clinical settings, including schizophrenia, major depression, dysthymia, and anxiety disorders. ANCOVA was first used to explore whether different disorders have an effect on category A, B, and D scales after controlling demographic and clinical variables. Next, logistic regression was used to clarify which scales and combinations can differentiate between two of four disorders. Finally, exploratory factor analysis was conducted to examine the structure of HPH in clinical setting. The results of ANCOVA showed that the differences of schizophrenia scale (A1), manic scale (A2), depression/suicide scales (A3, B4, & A4), obsessive-compulsive disorder (OCD) scale (B5), and psychological function and health scales (D1, D3, D4, D5, D6) were partly consistent with assumptions, supporting the differential validity of HPH. The results of logistic regression analysis also supported the validity of A1, A3, B4, and B5 scales. More specifically, A1 was able to differentiate schizophrenia from any other three disorders, A3 was able to differentiate MDD from schizophrenia and anxiety disorders, B4 was able to differentiate dysthymia from schizophrenia, and B5 was able to differentiate OCD from other disorders. However, none of the scales was able to differentiate MDD from dysthymia, nor were they able to differentiate dysthymia from anxiety disorders. Moreover, each of the logistic regression functions showed moderate to high correlations, and most of them achieved high overall hit rates (above 70%), providing support for the clinical differential validity of the HPH. As for construct validity, these factors in category A and D scales were essentially similar to original scales. Similarly, factors in category B scales were compatible to original scales though difference was found. In sum, these results lent support to the construct validity of the HPH in the clinical settings. However, refining of the scales is needed and suggestions are discussed. Finally, the practical uses of the findings were also discussed.

本論文根據無望感的相關理論，以三種方式探討貝氏無望感量表內的正負向期待為一個概念的兩面，或是表徵兩種不同的概念。首先，本論文進行探索性與驗證性因素分析，以考驗一與二因素模式的模式適合度。再者，MacLeod與Byrne（1996）認為兩類未來思考對憂鬱症狀的影響是相互獨立運作，但可能有過於簡化的限制，故本論文提出四種的可能模式並加以檢驗。最後，根據Trew（2011）所提出的整合性模式，提出行為抑制與激發系統導致憂鬱症狀之兩種競爭模式，檢驗無望感或正負向未來思考在此模式中所扮演的中介角色，以及兩個系統之機制間有互動的可能性。主要的研究結果如下：（1）探索性與驗證性因素結果均支持貝氏無望感量表的二因素結構，並以正負向未來思考加以命名；（2）支持模式二的假設，負向未來思考為正向未來思考與憂鬱症狀間的部分中介變項，但正向未來思考並非是負向未來思考與憂鬱症狀間的部分中介變項；（3）競爭模式二具備較佳的模式適合度，支持Trew（2011）認為憂鬱症時須同時注意BAS與BIS各自不同影響途徑的觀點，亦彰顯正向未來思考的保護因子角色；（4）更重要的是，支持無望感量表中正負向期待內容應被視為兩種不同且各自存在的概念。最後並提出本論文研究限制與對憂鬱症的臨床理論與實務上之建議。 / This study investigated the relation between the positive and negative expectations assessed in Beck Hopelessness Scale (BHS) by three ways. First, exploratory and confirmatory factor analysis were used to test the goodness of fit of one-factor and two-factor models. Besides, MacLeod and Byrne (1996) stated that two kinds of future thinkings influenced the depressive symptoms independently, but this statement had some limitations. Therefore, this study proposed four models to test the hypotheses. Based on Trew ‘s (2011) integrated model, two competing models illustrating the relations among BAS, BIS and depression were proposed to examine the mediation effect of hopelessness or future thinkings. The main results were: (1) the two-factor model of BHS was supported in exploratory and confirmatory factor analyses; (2) the second model was supported that negative future thinking was the partial mediator between depression and positive future thinking; (3) the competing model 2 had the better goodness of fit, supporting that BAS and BIS had important but different pathways to influence the development of depression, and positive future thinking played the protective role in this process; (4) Most importantly, the perspective that the positive and negative expectations assessed in BHS should be treated as two different kinds of constructs respectively was supported. Finally, the limitations of this study and the suggestions for the theories and clinical treatment of depression were discussed.

本研究探究在進行跨國商務溝通時，所應具備職能為何，藉由文獻探討、訪 談、專家會議和問卷調查等方式確立國際商務溝通職能模型，並且針對一真實課 程進行評鑑工具的發展和驗證，以瞭解工具和課程的有效性。 根據研究的結果，確立了台灣人才在全球舞台上的國際商務溝通職能包含三 個層次、九個構面，即為基礎、加分和目標三層次，敏感度、同理心、積極性、 彈性、商業專業能力、運用語言能力、傳遞訊息能力、傾聽能力、和建立共識等 九個構面，並且根據這九個構面發展出每一構面的行為指標。而評鑑工具的發展 上，經過信度、效度和鑑別度的分析，確認評鑑工具的有效性。而後進行課程有 效性分析，發現課程的介入確實顯著提昇學生的職能展現。 本研究所建構的職能模型和評鑑工具皆通過考驗和證實，最後研究者提供在 教育訓練、評鑑和未來研究的建議。 / The purpose of this study is to explore what is the necessary competency for international business communication and use them to develop the assessment tool. Through literature review, expert interviews, expert panel and questionnaire survey, the study builds the international business competency model and assessment tool to offer a structure helping Taiwanese talents to go on the world stage smoothly. According to the result, there are three levels and nine dimensions in the international business competency for Taiwanese. It includes “must have”, “nice to have” and “goal” levels, which contain sensitivity, sympathy, aggressiveness, flexibility, business profession ability, language using ability, message delivering ability, listening and achieving consensus. Moreover, the research also develops behavior indicators for each dimension. In the part of assessment tool, the efficacy is confirmed by reliability, validity and discrimination analysis. The international business communication competency model and assessment tool are all confirmed the efficacy. In the end, the researcher provides the suggestions for training, assessment and follow-up academic studies.